Question 1

Which criticism of performance appraisal is LEAST likely to be given by employees?

Accepted Answer

Employees are unlikely to criticize performance appraisal for being of little use in identifying worst performers because they themselves do not want to be identified as such.

Question 2

Which of the following best describes performance measures that leave out some important job duties?

Accepted Answer

Performance measures that leave out important job duties are deficient, meaning they do not accurately reflect an employee's overall performance. This can lead to unfair evaluations and inaccurate assessments of an employee's abilities.

Question 3

At Evergreen Cosmetics, the top executive team's compensation is based on the profitability of the firm. Which of the following does this practice show?

Accepted Answer

D

Question 4

Clint, the owner of a moving company, has developed a performance appraisal system for his customer representatives and truck drivers. He evaluates each of these employees on his/her attitudes toward the company and customers, initiative in developing new business, and creativity in solving problems. On which type of information is Clint basing his performance appraisal system?

Accepted Answer

Clint's performance appraisal system is based on traits, such as attitudes, initiative, and creativity, rather than specific results or productivity. It focuses on individual characteristics and behaviors rather than purely on performance outcomes.

Question 5

Performance management links organizational strategies to which of the following organizational aspects?

Accepted Answer

Performance management links organizational strategies to results, as it measures and evaluates employee performance against organizational goals and objectives.

Question 6

Which of the following is NOT one of the ultimate organizational results of a performance management system?

Accepted Answer

The answer of Which of the following is NOT one...

Question 7

Several computer programmers have the technical expertise to do their jobs and work hard, but are using outdated software programs. In this case, which of the following factors in individual performance are reduced?

Accepted Answer

The answer of Several computer programmers have the technical expertise...

Question 8

Which of the following is the focus of results-based information when it is used for evaluating performance?

Accepted Answer

Results-based information focuses on evaluating the accomplishments or outcomes achieved by an employee, rather than the behaviors or traits that led to those results.

Question 9

Employee performance can be identified, measured, communicated, developed, and rewarded through one system. Which of the following terms is most associated with these processes?

Accepted Answer

Performance management is a comprehensive process that includes identifying, measuring, communicating, developing, and rewarding employee performance. It is a continuous process that involves setting goals, providing feedback, coaching, and evaluating employee performance. Process improvement refers to improving processes within an organization, functional analysis involves analyzing the functions performed in an organization, and performance appraisal is one aspect of performance management which involves evaluating employee performance. Therefore, the term most associated with the processes mentioned in the question is performance management.

Question 10

At Safe and Green Ltd. there is little variation in pay among employees within the existing job categories. Raises are essentially the same for average and excellent performers. Although performance appraisals are performed regularly, everyone views the process as paper shuffling. Which of the following is the basis of Safe and Green Ltd.'s culture?

Accepted Answer

The statement suggests that Safe and Green Ltd.'s culture is based on entitlement, where employees expect to be rewarded regardless of their performance. The lack of variation in pay and the perception of performance appraisals as a mere formality reinforce this entitlement culture.

Question 11

Which of the following presents an accurate statement about performance management?

Accepted Answer

Performance management systems may not be suitable for use in some cultures as cultural differences can affect the way employees respond to feedback and the way performance is measured and evaluated. It is important to consider cultural factors when designing performance management systems.

Question 12

Which of the following terms refers to the elements that define what the organization pays an employee to do?

Accepted Answer

Job criteria refer to the specific elements that define an employee's job, including job duties, responsibilities, and requirements, such as skills, education, and experience. It also includes compensation and benefits.

Question 13

Counting the number of invoices that a clerk processes each day would be an example of one type of performance measure. Which descriptor best applies?

Accepted Answer

Counting the number of invoices processed is an objective measure because it is a quantifiable metric that can be counted and verified. It is not dependent on subjective opinions or interpretations.

Question 14

At a large catalogue-based retail company, supervisors randomly listen in on calls handled by customer representatives. Their purpose is to ensure that customers are greeted politely, orders are taken accurately, order details are repeated to the customers, and customers are thanked for their orders. On which basis are they gathering performance information?

Accepted Answer

The supervisors are observing the behaviour of the customer representatives during calls to ensure that they follow certain rules for greeting, taking orders accurately, repeating order details, and thanking customers. They are not specifically analyzing results or productivity, and trait is not relevant in this scenario.

Question 15

In which of the following situations does a results-based approach work well for jobs?

Accepted Answer

In situations where measurement of performance is easy and obvious, a results-based approach can work well as it is easier to set clear goals and determine whether or not they have been achieved. This approach may not work as well in situations where performance criteria are subjective or multidimensional, or where teamwork is emphasized.

Question 16

The performance committee of Physical Therapy Associates has identified four grounds on which to measure the performance of physical therapists: (1) the progress of the patient according to medical guidelines, (2) patient satisfaction, (3) meeting of treatment deadlines, and (4) therapist presence at work. Which of the following has the committee established?

Accepted Answer

The committee has established job criteria, which are the standards used to evaluate the performance of employees in their roles.

Question 17

Which of the following types of information identifies subjective employee characteristics, such as initiative and creativity?

Accepted Answer

Trait-based information identifies subjective employee characteristics, such as personality traits, skills, and abilities. Initiative and creativity are examples of subjective employee characteristics. Results-based information focuses on objective measures of employee performance, such as meeting sales quotas or reducing errors. Behaviour-based information focuses on observed employee behaviours, such as teamwork or customer service skills. Personality-factor information identifies underlying personality traits, such as extraversion or agreeableness.

Question 18

One performance criterion for an employee who telecommutes is "relationship with co-workers." Which of the following characterizes the kind of performance measure that will result from this criterion?

Accepted Answer

The answer of One performance criterion for an employee who...

Question 19

Behaviour-based information is used in evaluating job performance. Which of the following statements provides an accurate assessment of its use?

Accepted Answer

Behaviour-based information clearly specifies the behaviours that management wants to see in order to evaluate job performance. Option A is incorrect as it can be challenging to develop behaviour-based information. Option C is incorrect as it focuses on the outcomes rather than specific behaviours. Option D is incorrect as the aim of behaviour-based information is to identify multiple behaviours that are necessary for job success, rather than just one.

Question 20

Courts have held that one kind of information is too vague to use when making performance-based HR decisions. Which of the following are they referring to?

Accepted Answer

Courts have held that trait-based information, such as personality traits, is too vague to use when making performance-based HR decisions. This is because traits are difficult to measure accurately and can be influenced by factors outside of an employee's control. Therefore, it is important for HR decisions to be based on more objective and measurable factors, such as behaviours or results.

Quiz 9: Performance Management and Appraisal